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Image by Alex Perez
Step 1 - Identify needed impact
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Assess the intended purpose of Learning at your organization

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  • Clarify why learning is needed now

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  • Identify the intended short and long-term goals of the function 

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  • Begin to map out the tactical work/projects needed to accomplish the goals (e.g. roadmap for the year)

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Step 2 - Identify the right people

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Alignment on roles and responsibilities needed​

  • Clarify the immediate positions needed to deliver impact

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  • Identify additional hiring needs in the future​

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  • Determine success for short and long-term goals for each position​​​​

Wooden House Construction
Step 3 - Build the function

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Create a working operational model for Learning and Development (L&D)​

  • Clarify how L&D would support your organization

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  • Identify the current and future projects L&D would own​

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  • Determine how L&D would partner with other teams at your organization​​​

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  • Identify the resources needed from stakeholders for L&D to be effective

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  • Clarify when teams should reach out to L&D for support

Image by Valery Fedotov
Step 4 - Build the team

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Create a process to recruit and hire the best L&D talent

  • Create Job Descriptions for each role

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  • Identify the appropriate interview process​

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  • ​Determine how talent can be assessed during the hiring process (e.g. skills tests)

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  • Create 30, 60, 90 day plans for each position (or only the functional lead)

Hardware Tools
Step 5 - Get the right tools

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Identify and purchase the right systems to set your L&D team up for success

  • Identify what Learning Management System (LMS) will meet your needs

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  • Determine what type of on-demand training to provide to employees (i.e. vendor-driven or in-house development)

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  • Ascertain if there are additional certifications needed for the L&D team to achieve

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